Talent Attraction

Perspectives

There has never been a more transformative time for talent attraction and talent acquisition. So many new variables have been added to the puzzle: massive workforce displacement, distributed workforces, work-from home, changing front-line work environments, rapid organizational + culture transformation, and increased talent mobility – the talent marketplace, and the “war for talent” has radically changed. With change – comes opportunity.

HERE ARE SOME SUCCESS FACTORS TO CONSIDER

EMPLOYEE VALUE PROPOSITION (EVP)
Whether seeking to attract, or retain top talent, the need for a well-articulated employee value proposition has never been more important. Part actual, part aspirational, your EVP should be an authentic invitation that captures both the ‘wow of now’, and makes it easy to understand where new hires and existing team members can make an impact.

STORYTELLING
Sharing real, candid, and compelling stories from across your organization is a key driver of consideration. Enhance storytelling efforts by embedding diversity, equity, and inclusion. Candidates are increasingly savvy, so authenticity is key. But your narrative needs to be more than that – see below.

CANDIDATE EXPERIENCE
Candidates are expecting consumer-grade experiences across their journey. Frictionless. Simple. Clear. 360 degree feedback opportunities. User-centered design is pivotal to creating a differentiated and engaging candidate experience that prioritizes diversity + inclusion

PURPOSE + VALUES
Candidates are looking for organizations that align with their personal purpose + values more than ever. If you’re not driving your purpose + values narratives effectively in talent attraction efforts, you may be missing ‘best fit’ candidates.

DIGITAL
Your career site, social platforms, earned + owned social posts, and targeted digital recruitment advertising are all part of an innovative + integrated digital ecosystem. The goal? Drive awareness, consideration, and conversion, shorter time-to-fil, enhance candidate quality, and reduce cost-per hire.

TRANSFORMATION + STRATEGY
A clearly articulated (and share-able) corporate strategy and transformation journey is critical to attracting roles at all-levels. Candidates want to know where the organization is headed, how it will get there, and the opportunities this represents for them.

GOING AGILE
Many employer brand, EVP, and talent attraction activation projects are developed in a traditional waterfall approach –which delays time-to-market, inhibits project momentum, and causes loss of confidence + enablement at the executive level. Going agile in execution saves time, and, money.

BUDGETING + CROSS FUNCTIONAL INTEGRATION
Many large enterprises approach their ecosystem in a siloed way – with budgets dispersed across HR, Communications, Marketing, and the Business. Some critical activities (i.e. targeted digital) are under-funded in relation to business needs. Integration and cross-functional collaboration + budget sharing is a critical success factor to amplifying share of voice, and integrating execution.